It is a balanced relationship between time spent on work and activities related to work and time spent in structuring your lifestyle, like friends, family and leisure tasks. Why is that so important? What we have to be as part of the phenomenon that exists in a much broader context. The world is always present at work, the challenges of work / life balance are global, thus it is natural
Further, Workaholism and Work Engagement share the behavioural component (working excessively hard, high work involvement), even though emotional and motivational aspects of these phenomena differ fundamentally. Porter (1996) reported that workaholics work excessively in order to avoid the negative emotions they experience when not working, suggesting that negative emotions might precede excessive work behaviour. Reduction of negative emotions also is the fourth element of Wojdylo’s (2014) Work Craving model. As stated earlier, there is an expectation of relief from negative affect experienced through neurotic perfectionism and an obsessive-compulsive style of working. According to Cantarow (1979), the hallmark of the workaholic personality is the joy of creativity, and workaholics would seek passionate involvement and gratification through work.
Abstract The interrelation of work and commitments in life and their impact on the other is Work Life Balance. While trying their level best to maximise the efforts to achieve the set goals, academicians and others struggle to strike a balance between their work and other family and societal responsibilities. An ideal work life balance is a myth. Everyone being different, having different circumstances to deal with setting or establishing perfect way to have a work life balance is not the objective of this paper. Previous research on this topic has proven that men and women both prefer to work in organizations that support a healthy work life balance.
When employees are happier and healthier, it increases their efforts, contributions, and productivity (Fisher, 2003). Employee well being also has a significant impact on the overall survival of organizations because it decreases costs related to illness, healthcare, absenteeism, and turnover (Danna & Griffin, 1999). Today, many experts are trying to convince business leaders that happiness is very
For each person the work-life balance definition may change. It depends upon how they have self-defined their goals and their state of well-being so that they can handle multiple responsibilities at home, work and society without getting stressed mentally and physically. Once the employer is able to bring in work-life balance in the organization, it has lot of advantages like reducing stress, attracting new employees, retaining current employees, trust and strong
Abstract The insight one can gain through the value of mutual support among colleagues and foster work-life balance was very influential on the importance of making time for both family and work. For example, as a graduate student, one must develop a balance in dealing with schoolwork assignment deadlines, dealing with family life demands, and managing your work/job duties. According to Evans (2003), work-life balance comes when a person decides to engage and satisfy both work and personal life equally. An individual may only obtain balance with proper time management and involvement (p. 439). The commitment to achieving work-life balance deals with the need for balance in life (Tajlili, 2014, p. 257).
Overall, the outcomes of the study suggest that conscientiousness acts as a two-edged sword that elevate performance and trigger the stress reaction of employees when they are faced with stressful situations. On the other hand, job demands with aspects such as physical, psychological, social, and organizational may become stressors when they require a high degree of efforts (Schaufeli & Bakker, 2004). The meta-analytic study of Michel et al. (2011) indicated that work social support and family social support are negatively related to WHC and HWC. Scholars have some disagreement on whether they should conceptualize workaholism as an addiction, some researchers go as far as calling workaholism a positive addiction.
However, this is not the case in many workplaces as individuals and their organizations face a growing problem of managing stress at work hampered by lack of understanding about the concept of work-life balance and how to use it as an effective tool; as a result stress at work is an increasingly common feature of modern life and has devastating impact on performance from different angles, so organization managers need to emphasize on work life policies and strategies so as to make their employees happy and satisfied by reducing stress if the organization need to be successful (Avey et al., 2009 as cited in Shahzad et.al., 2011). Inclusion of work-life balance as organizational policy becomes critical tool in managing stress and increases performance. This would ultimately help
Work life balance (WLB) is defined as the perfect management between work and life both not interfering with each other. It is a concept that supports the efforts of employees to split their time and energy between work and the other important aspects of their lives. Work-life balance is a daily effort to make time for family, friends, community participation, spirituality, personal growth, self-care, and other personal activities, in addition to the demands of the workplace. When employees spend the majority of their days on work-related activities and feel as if they are neglecting the other important components of their lives, stress and unhappiness results. WLB can be assisted by employers who institute policies, procedures, actions, and
“Work -Life Effectiveness” is a term that some in the Work-Life field have lobbied to use instead of Work-Life Balance. The belief is that senior executives will buy into the term more easily. But whether you call it work life effectiveness, life work effectiveness, or work life balance, being overly concerned with terminology is a mistake. While the perception may be that some higher ups on the corporate ladder respond better to “effectiveness” studies have shown that “balance” is the more appealing term to the managers and individual contributors that work-life programs are designed to impact. Much more important than what you call your work-life program is what it achieves.